This repository contains all of the data and code to replicate "Delegation in hiring: Evidence from a two-sided audit."
  
  
  
STATA commands needed: wyoung; texsave; pdslasso 



In order to replicate the results in the paper, run the code in the following order:

* Cleaning
do 1_clean_recruiterdata.do 
do 1_clean_candidate_survey.do
do 1_clean_manager_survey.do

* Analysis
do 2_analyze_recruiter_data.do
do 2_analyze_corr_a.do
do 2_analyze_corr_b.do
do 2_analyze_corr_c.do
do 2_analyze_OES.do


The following outlines where each main text table/figure can be found:

Tables:
#	Title	Do file
1	Recruiter characteristics	2_analyze_recruiter_data.do
2	Descriptive statistics: Recruiter feedback	2_analyze_recruiter_data.do
3	Same-sided belief correlations	2_analyze_corr_a.do, 2_analyze_corr_b.do, and 2_analyze_corr_c.do
4	Cross-sided belief correlations	2_analyze_corr_c.do
5	Effects of candidate characteristics	2_analyze_recruiter_data.do
6	Effects of hiring manager characteristics	2_analyze_recruiter_data.do
7	Match-specific effects on interviews (by characteristics)	2_analyze_recruiter_data.do
8	Callback decisions and predictions	2_analyze_recruiter_data.do

Figures:
1	Growth in recruiters in employment services, 2002-2019	2_do_OES.do




The above replicates all of the tables and figures in the main text. If you are interested in replicating tables and figures in the appendix, run the following:

* Appendix analysis

do 2_analyze_Census.do
do 2_analyze_attrition.do
do 2_calculate_IRR_recruiters.do
do 2_calculate_IRR_candidates.do
do 2_analyze_screener_heterogeneity.do
do 2_analyze_accuracy_about_managers.do
do 2_analyze_accuracy_about_candidates.do


The following outlines where each appendix table/figure can be found:

Appendix tables:
A1	Growth in outsourced recruiting	2_analyze_OES.do and 2_analyze_Census.do
A.2	Balance tests	2_analyze_recruiter_data.do
A.3	Attrition analysis with treatment assignment	2_analyze_attrition.do
A.4	Attrition analysis with recruiter characteristics	2_analyze_attrition.do
B.1	Impact of candidate characteristics on probability rank	2_analyze_recruiter_data.do
B.2	Impact of hiring managercharacteristics on probability rank	2_analyze_recruiter_data.do
B.3	Cross validation of recruiter evaluations	2_calculate_IRR_recruiters.do
B.4	Cross validation of evaluations of candidates (accuracy survey)	2_calculate_IRR_candidates.do
B.5	Match-specific quality	2_analyze_recruiter_data.do
B.6	Homophily across broad demographic characteristics	2_analyze_recruiter_data.do
B.7	Homophily across specific demographic characteristics	2_analyze_recruiter_data.do
B.8	Homophily index results	2_analyze_recruiter_data.do
B.9	Match-specific analysis for interviews, by type	2_analyze_recruiter_data.do
B.10	Recruiter incumbency characteristics and supply/demand considerations	2_analyze_screener_heterogeneity.do
B.11	Recruiter incumbency characteristics and supply/demand considerations, controlling for age and experience	2_analyze_screener_heterogeneity.do
C.1	Accuracy of candidate evaluations of hiring managers	2_analyze_accuracy_about_managers.do
C.2	Accuracy of hiring manager evaluations of candidates (no evaluator fixed effects)	2_analyze_accuracy_about_candidates.do
C.3	Accuracy of hiring manager evaluations of candidates	2_analyze_accuracy_about_candidates.do
C.4	Callback decisions: recruiters versus surveyed hiring managers	2_analyze_accuracy_about_candidates.do
C.5	Callback decisions: recruiters versus surveyed hiring managers	2_analyze_accuracy_about_candidates.do

Appendix figures		
B.1	Distribution of match-typed fixed effects by race and gender	2_analyze_recruiter_data.do

